1.
Reframing the Way We
Work: How to Take
Advantage of
Disruptions
Tara Dwyer
Webinar Coordinator
Human Resources Today
Stela Lupushor
Founder, Reframe.Work Inc.
December 20th, 2022
9:30 am PST, 12:30 pm EST, 5:30 pm GMT
With

2.
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3.
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4.
Stela Lupushor
Founder, Reframe.Work Inc.
Reframing the Way We Work:
How to Take Advantage of Disruptions

5.
• Frames
• Frameworks
• Reframing

6.
Poll: Has your organization been
impacted by labor actions?

7.
Poll: Which of these trends are
prevalent at your organization?

8.
All this on the backdrop of other broader trends…
• Demographics
• Digitization
• Datafication
• Disintermediation
• Health
• Economic
• Environmental
• Polarization
• Transparency and trust
• Social activism
• Employment
• Asymmetry
= ways to cope: reduce ambiguity and increase control

9.
Context
• Vision
• Leadership
• Org structures
• Hierarchy / decision making
• Processes and systems
• Activities and roles
• Performance and rewards
• Ways of working
= complicatedness destroys value

10.
let’s start form the top
• Why companies exist?
• How they create value?
• For whom? (stakeholders)
• What is value?
• How do you measure?

11.
What gives? Where is the
opportunity?

12.
Emerging solution and differentiation:
Workforce Experience
Workforce experience is the cumulative impact of
experiences an individual has with an organization
before, during and after
their employment journey that are designed
to maximize organizational and individual success.

13.
Poll: Do you agree with this
definition of workforce experience?

14.
Poll: Does your organization
experience candidate ghosting?

15.
Poll: Do you agree with the premise
of this principle #9?

16.
Poll: Do you agree with the premise
of this principle #18?

17.
Reframe Outcomes
Enterprise-level Business Impact
Human Capital Program-level
Impact
Workforce Experience
Understand: What Impact Does this Have on the
Business? What Metrics Indicate Success?
• Business (revenue, productivity,
profitability, ROS etc.)
• HR (Human Capital ROI, Human Capital
Value Add)
• Customer (NPS, satisfaction)
• External (legal expenses, fines and
penalties, employment brand,
stakeholder impact,
ESG indicators,
market share)
Understand: Why Did It Happen? How
Does it Impact HR’s Ability to Deliver on
Goals?
Understand: What Happened?
• Program goals achievement (i.e.,
DE&I, performance, retention,
rewards, etc.) by segments
• Quantitative and qualitative
indicators specific to each HC
initiative (cost, efficiency, ROI
satisfaction, utilization)
• Engagement and experience
scores by workforce segment
and journey stage (prospect,
candidate, hire, performer, etc.)
• Workforce indicators (hiring,
mobility, retention, D&I, total
comp, etc.)

18.
Measure what matters
• Early turnover
• Time to career milestones
• Recognition of performance
• Cultural assimilation (social
network health)
• First day experience
• Onboarding experience
• Ease of access to systems
• Provisioning cycle time
• Career path clarity
• Diversity of the candidate slate.
• Acceptance rate of top candidates
• Interest of unsuccessful candidates to
stay in the applicant pool.
• Conversion rate of prospects
becoming applicants
• Effectiveness of the outbound
recruitment channel
• Time to start
Start with the outcomes that
matter (business, HR,
customer, external etc.) to
measure what matters to
create a great context
• Attrition rate within the first year
per source of candidate
• 1st year indicators of new hire
experience
• Career path trajectory for new
hire
• Formal development plans
• Availability and utilization of
personalized rewards, benefits etc.
• Baseline organizational skills and
capabilities
• Forward looking performance (vs
ratings) to identify gaps in skills and
competencies
• Equity performance indicators by
workforce segments
• % of workforce engaged in training and development events
• Employee assessment of development experiences
• Employee engagement and experience scores
• Internal inventory of skills and competencies strength
• DE&I indicators, retention rate, referral rate
• Employee, team and function performance against goals
• Team cohesion and collaboration
• Absenteeism and safety indicators
• Effectiveness of alternative workstations / locations
• Voluntary and involuntary
separation rates
• Exit interview insights
• Participation rate in exit and alumni
activities
• Alumni experience and engagement
• Alumni referral rate

19.
Humans at Work
Manifesto

20.
Poll: Do you see opportunities to
humanize your work environment?

21.
“Customers will never love a company until the
employees love it first.”
-Simon Sinek
Stay in touch:
stela@reframe.work
www.reframe.work

22.
/in/dwyertara
@HRPosts
humanresourcestoday.com
Q&A
Stela Lupushor Tara Dwyer
Webinar Coordinator, Human Resources Today
/in/slupushor/
www.reframe.work
@slupusho
Founder, Reframe.Work Inc.